Have you heard these urgent requests before? "Can you make it quick, please?"  "Can you tell me how I can improve immediately?"

Make your online presentations more than memorable.  Make them unforgettable. Matt Abrahams, Stanford University educator and coach will share practical, research-backed techniques to confidently deliver compelling, authentic and memorable presentations for you and your audience.

We know bite-sized video works to deliver highly effective, targeted learning content and resources to employees. We also know that with the right approach to delivery (mobile!), bite-sized video has the potential to live up to the long promised "anytime, anywhere" learning capability of online training.

In today’s workplace, leaders and their teams have far too many shifting or competing priorities to manage effectively.  Challenges of all kinds can keep them from achieving desired results: inability to identify top priorities, constant distractions, pressure to multi-task, rambling meetings, email overload, 24/7 mobile technology, the inability to say "no," and many others.

Research shows that 84% of organizations are spending less than 5 cents of every learning dollar on exploring, acquiring and deploying informal initiatives, yet modern learners prefer informal methods.

There is a whole classification of eLearning development tools that install themselves as new ribbons in PowerPoint.

Feedback is a powerful intervention for improving human performance. Everyone gives and receives feedback every day in the workplace. Given appropriately, feedback can enhance a person’s motivation, competency, and self-image. Given inappropriately, feedback can leave a person feeling resentful, patronized, confused, stupid, and ashamed.

In nearly every organization, leaders are being held accountable to do something they cannot do-motivate others. Leaders can't motivate people, because people are already motivated. The question is not if a person is motivated but why.  

How do you make off-the-shelf content more engaging for your learners? You’ve got the content, but how do you get learners interacting with new concepts and applying them to their real jobs as soon as possible?

Coaching is a powerful and underutilized technique for improving human performance. Every manager can coach others to achieve mutual goals.  Coaching serves different purposes including building competence, encouraging teamwork, securing trust, setting expectations, and measuring success. Different contexts can benefit from different approaches to coaching.

Wake up your online learners! Learn best practices and proven strategies to keep online learners motivated and engaged.

You’ve nailed down your strategy (finally!). Your people want to help the business succeed. Your customers want what you’ve got. So, what’s standing in the way of success? Chances are you haven’t unleashed your hidden heroes - your managers.

The comparison between training games and videos (or lectures, or textbooks, or e-learning, or webinars, or any other training technique) is as meaningless as comparing apples and oranges.

Motivation is the energy that accelerates behavior. Often trainers and instructional designers devote a lot of effort in designing reward strategies, convinced that finding the right reward for the right participant will endow the participant with the motivation to learn. Many of us think of motivation as a "carrot and stick" kind of enterprise, with the mechanism influencing motivation located externally. This chapter will help trainers to choose whether to use reward strategies, and if so, how to use them wisely, with a greater understanding of the consequences of their choices.

Whether you deliver online or in-person training, there is nothing more powerful than managers who support training with well delivered coaching.

In this session, you will learn how to link a learning content strategy that relies upon bite-sized video to organizational objectives. The specific elements of a video strategy each guide a range of choices from how to incorporate the power of storytelling through video to achieve these objectives to decisions about specific video types, styles and delivery tools.  

Step-by-Step process in developing a Story-Based Learning Design micro lesson.  

Ever feel like a rubber band that’s ready to pop? Then YOU must be a department of one! The good news is that you CAN do it. Learn strategies and tips to help move you from feeling "over done" to "can be done!"  

Yes! You can make your technical elearning fun and exciting. How do you accomplish this?  Discover  the "Beng, Beng and Boink Learning," (BBBL) design approach. Most technical training and design aim for the perfect world. The trouble starts when learners are unable "to make" sense of the training because they can not touch, feel and manipulate the content.  The BBBL method is a metaphorical theme surrounding learning by problem-solving, diagnostics and troubleshooting. It’s essential in trial-and-error and discovery learning.

This webinar featuring Tracy and Thiagi begins with a survey of 20 different types of cards that can be incorporated in training activities.

Use Dr. Conrad Gottfredson’s "Five Moments of Need Model" to map your mobile learning needs to the right type of solution.

For the average organization, it takes over 6 months for new hires’ contributions to payback the expense of recruiting and onboarding them. With some straightforward approaches to measuring the onboarding experience, training, and performance of new hires, organizations can significantly accelerate time to productivity and improve new hire retention.

Lack of trust is the root cause of major performance gaps in the workplace. A profusion of data from field research confirm that distrust reduces morale, accountability, and engagement and increases fear, suspicion, and duplication in all types of organizations. Most performance consultants believe that trust building is not a valid intervention. It is—and we can share proven principles and procedures that help us improve trust as a first step in increasing business results.

Why is experience the ultimate best teaching model? Why do we miss out on opportunities for improving performance through experience? Research have shown that the demographics in the workforce are gradually changing. Companies are losing more experienced people. Moreover, it is equally getting more difficult to hire people with experience. Unfortunately, learning environments and training programs focus on the theory about the work, and  not gaining the experience  needed for the work. As a result, companies lose valuable human resource assets and ultimately, their competitive edge as well.